Discrimination, Harassment & Retaliation
Employees are becoming increasingly aware of and willing to assert their rights. A proactive strategy and approach to managing Equal Employment Opportunity (EEO) issues and minimizing your company’s exposure in discrimination, harassment, and retaliation claims is essential today.
We provide services that help you mitigate your risk, including training your managers and supervisors on EEOC requirements; conducting compliance audits to identify, assess, and, if necessary, correct non-compliant practices; and updating and revising your existing employment policies. If matters progress to litigation, our lawyers have successfully defended companies in across the United States.
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Recent Discrimination, Harassment & Retaliation Insights
January 20, 2026
Labor & Employment Law Perspectives
Illegal DEI? Understanding Compliance, Risk, and the Real Focus of Enforcement
In the past year, workplace diversity, equity, and inclusion (DEI) programs have attracted heightened attention from federal agencies. For some employers, this scrutiny has sparked confusion. As the Equal Employment Opportunity Commission (EEOC) sharpens its focus on DEI, the agency is making the rounds to educate and inform employers of the EEOC’s current approach to enforcement.
October 6, 2025
Labor & Employment Law Perspectives
Beyond Maternity Leave: How Employment Law is Catching Up with Women’s Health Priorities
Not long ago, paid maternity leave was a cutting-edge benefit for women in the workforce. Today, the conversation is expanding beyond just maternity leave as state legislatures and employers consider new workplace protections for women’s broader health needs — ranging from fertility treatments to reproductive loss and menopause.
September 15, 2025
Labor & Employment Law Perspectives
Second Circuit Rules That EEOC’s Investigatory Authority Does Not Cease After Suit Is Filed
On August 25, 2025, the United States Court of Appeals for the Second Circuit delivered its ruling in EEOC v. AAM Holding Corp., holding that the EEOC may continue investigating an employee’s charge, even after the employee receives a notice of right to sue letter and files a civil lawsuit.